Learn more about the 360: Overview | Timeline and Process | Leadership Competencies | FAQ

What is a 360° survey?
The Leader to Leader 360° survey is a feedback instrument designed to support the professional development of MIT leaders. The survey examines a number of competencies that contribute to leadership success at the Institute. It offers you insights into how you are perceived by managers, peers and colleagues, direct reports, and "others" you specify.
A 360° survey is strictly a developmental tool that helps you make decisions on professional training and development.

Why are we using 360° surveys?
Effective leadership begins with self-awareness. The 360° survey is designed to promote self-awareness and continuous learning by providing you with valuable insights about how others perceive your strengths and improvement opportunities.

How are respondents selected?
As a participant in the 360° survey, you will provide the names and email addresses of the people you would like to receive feedback from, including:

• One to three managers
• All direct reports
• Six peers/colleagues (minimum of three)
• Six "others," (minimum of three) such as collaborators, customers, vendors, etc.

Who administers the 360° survey?
To collect the data and tabulate the feedback, MIT has contracted with MOR Associates, an organizational resources firm that specializes in conducting 360° surveys and organizational surveys. Founded in 1983, MOR Associates has led dozens of major survey efforts on behalf of public, nonprofit, and private sector organizations, including higher education, such as MIT, UC Berkeley, Stanford University, University of Washington, USC, Northeastern University, NYU, and others. Their body of work includes various types of surveys, such as workplace climate, client satisfaction, job satisfaction, service discovery and individual leader 360° surveys.

Is the 360° survey confidential?
Yes. Only MOR Associates will have access to individual responses. They will track who responds and send reminders to non-responders. At the conclusion of the data-gathering phase and before analysis begins, personally identifiable information will be stripped from the data. No one at MIT will see individual responses. Ratings from direct reports, peers, or "others" will only be reported out separately when there are at least two responses from a given group, and then only when at least three individuals from a given group have been invited to respond.

Who gets to see the reports?
MOR Associates provides only you and your assigned coach with a copy of the individual report. A report aggregating the results for all participants may be provided to workshop leaders for an overview of the group's strengths and development areas without focusing on any individual.
Is this survey intended to provide performance data? 
No. The survey is strictly a development tool.

Why a coach?
An external coach will help you interpret results, ensuring that your 360° survey results will be viewed through a constructive lens. The coach will offer you the opportunity to explore what the 360° survey results mean in terms of your leadership strengths and development needs. This discussion is intended to be friendly and informal. The coaching process has shown to greatly increase the probability that the 360° survey will fulfill its purpose as a personal development tool.

How are coaches selected?
MIT Human Resources provides coaches from across the Institute and beyond.

How is the survey administered?
MOR Associates sends you a link to an online form where you can enter the names and email addresses of possible respondents. Once you have submitted your list of possible respondents, MOR sends them an email invitation to a secure online instrument. MOR gathers responses for about two weeks and sends reminders as needed. About a week after the survey period closes, the reports are prepared. You will receive your individual report two business days prior to your scheduled debrief session with a coach. 

Who can answer additional questions?
If you have any additional questions, please contact Kimberly Nyce, MIT Human Resources, at x8-0401, knyce@mit.edu.